Workplace trends often gain traction on social media, from “quiet quitting” to debates about corporate culture. Now, another term is drawing attention online and it shifts the focus from employees to employers.
A former HR professional recently shared insight into a practice sometimes referred to as being “managed out,” sparking discussion about how companies handle underperforming staff.
The conversation began when a TikTok creator asked viewers to share something they felt unprepared for when entering the corporate world. In response, another user, who identified herself as a former HR professional, offered her perspective.
Instead of directly terminating an employee whose performance may not meet expectations, she explained that some companies take a different approach. Rather than holding a clear discussion about concerns and formally ending employment, managers may gradually make the work environment uncomfortable enough that the employee chooses to leave on their own.
According to her explanation, this can include limiting advancement opportunities, excluding the employee from key conversations, or discussing performance concerns with others rather than addressing them directly. Over time, this shift in workplace dynamics may lead the individual to seek another role elsewhere.
The former HR professional suggested that some employers prefer this method because it avoids the formal process of termination. If an employee resigns voluntarily, the company does not have to initiate dismissal procedures or invest additional time in performance improvement efforts.
While she noted that not every organization operates this way, she indicated that the practice is more common than many new employees might expect.
For those concerned about whether they might be experiencing this situation, she advised paying attention to workplace patterns. A lack of promotions, missed salary increases, or a noticeable change in how colleagues and supervisors interact can signal underlying issues.
She encouraged employees to remain aware of their surroundings and to trust their instincts if something feels off.
The discussion has added to ongoing online conversations about transparency in management practices and communication between employers and staff. As workplace culture continues to evolve, topics like “quiet quitting” and “managing out” reflect growing interest in how both employees and companies navigate performance, expectations, and professional growth.
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